For our social value Key Performance Indicators the trends and explanations are elaborated in the business report. For social value those are the Employee engagement score and absenteeism.
Year ended at 31 December | 2017 | 2018 | 2019 | 2020 | 2021 |
|---|---|---|---|---|---|
Average score1 | not comparable | not comparable | 76% | 84% | 84% |
In 2019, we changed our methodology and started to measure employee engagement with slightly different questions and went from annual to bi-annual measurement. Therefore, the results of our prior method are not comparable with the results of the new methodology. The research is conducted only among PostNL employees. Due to the Covid-19 pandemic, we decided to cancel the first measurement in May 2020. In 2021 we again carried out two measurements.
The average score in 2021 was 84% (2020: 84%). In the May survey the score (86%) was slightly higher compared to the second survey in October (83%). In the first measurement the response rate was 54%, which decreased to 52% in the October measurement. Both deemed representative. Based on the qualitative feedback of employees we gain insights and are able to improve in the future. More information on the scores can be found in the 'Social value' chapter.
Download spreadsheetYear ended at 31 December | 2017 | 2018 | 2019 | 2020 | 2021 |
|---|---|---|---|---|---|
NL | |||||
Percentage of (highly) satisfied delivery partners | not reported | not reported | not reported | 69% | 69% |
Percentage of (highly) satisfied deliverers | not reported | not reported | not reported | 72% | 73% |
BE | |||||
Percentage of (highly) satisfied delivery partners | not reported | not reported | not reported | 69% | 71% |
Percentage of (highly) satisfied deliverers | not reported | not reported | not reported | 74% | 69% |
For a large group of hired people, namely deliverers working for delivery partners, we measure satisfaction annually through a collaboration barometer. In the Netherlands, 42% (2020: 48%) of our delivery partners and 34% (2020: 40%) of their deliverers took part in our survey in 2021. In Belgium, 22% (2020: 50%) of our delivery partners participated in the survey in 2021, as did 59% (2020: 55%) of their deliverers. More information can be found in the 'Social value' chapter.
Year ended at 31 December | 2017 | 2018 | 2019 | 2020 | 2021 |
|---|---|---|---|---|---|
Absenteeism (share of total working days) | 5.2% | 5.9% | 5.4% | 5.9% | 6.0% |
Fatal accidents | 1 | 2 | 3 | 1 | 2 |
Recordable accidents (per 100 FTE) | not reported | 4.7 | 4.2 | 4.0 | 4.7 |
ISO 45001 certification (percentage of total FTE working in certified sites) | 99% | 99% | 98% | 98% | 98% |
Despite our efforts and initiatives on health and safety, we deeply regret having to report two fatal accidents across our operations in 2021 (2020: 1). One of the delivers from a delivery partner was involved in an accident with a third party, who unfortunately died. And a driver was involved in a fatal accident with a large truck.
The recordable accident rate increased in 2021 to 4.7 (2020: 4.0). Weather conditions in Q1 led to a relatively high number of accidents.
The absenteeism rate increased to 6.0% in 2021 (2020: 5.9%), which we deem to be a positive outcome considering the large impact the Covid-19 pandemic had on the health of many people worldwide. See the 'Social value' chapter for more information.
The ISO45001 certification is similar to 2020, with a 98% certification for PostNL.
Year ended at 31 December | 2017 | 2018 | 2019 | 2020 | 2021 |
|---|---|---|---|---|---|
Headcount (scope of non-financial reporting) | 38,965 | 37,785 | 35,721 | 40,541 | 37,365 |
Fulltime equivalents (scope of non-financial reporting) | 20,791 | 20,421 | 20,528 | 22,304 | 21,964 |
The total workforce of PostNL decreased by 7.8% in 2021, while the number of FTEs decreased by 1.5%. As of 1 February 2021, PostNL sold its subsidiary Cendris. As a result, approximately 1,700 employees left the PostNL Group. The main challenge in 2021 was to attract suitable people in an extremely tight labour market, particularly at Mail in the Netherlands. Due to an easing of the lockdown measures in relation to the pandemic, we faced higher turnover rates as of June 2021.
For the core networks of PostNL, specific collective labour agreements (CLA) are in place for all employees. Other, smaller, entities may have different arrangements on collective labour. Based on the full coverage of all employees within our largest networks, over 95% of all PostNL employees are covered by CLAs.
The share of female employees at year end decreased slightly to 48% (2020: 49%) and has been relatively stable in the past years.
The data used for compiling the employment overviews are extracted from our Human Resources systems. Headcount by gender is reported based on actual figures for all reporting entities. New hires and turnover is based on the figures for the entities included in our main Human Resources system. This includes over 95% of our headcount. The other 5% is extrapolated for the other, smaller entities.
Download spreadsheetYear ended at 31 December | 2017 | 2018 | 2019 | 2020 | 2021 |
|---|---|---|---|---|---|
Male | 21,049 | 19,583 | 19,299 | 18,432 | 20,625 |
Female | 20,448 | 19,382 | 18,486 | 17,289 | 19,916 |
Balance at 1 January | 41,497 | 38,965 | 37,785 | 35,721 | 40,541 |
Male | 5,694 | 6,037 | 5,359 | 7,773 | 5,479 |
Female | 6,246 | 5,249 | 4,154 | 7,667 | 4,509 |
New hires | 11,940 | 11,286 | 9,513 | 15,440 | 9,988 |
Male | 7,160 | 6,321 | 6,226 | 5,580 | 6,671 |
Female | 7,312 | 6,145 | 5,351 | 5,040 | 6,493 |
Turnover | 14,472 | 12,466 | 11,577 | 10,620 | 13,164 |
Male | 19,583 | 19,299 | 18,432 | 20,625 | 19,433 |
Female | 19,382 | 18,486 | 17,289 | 19,916 | 17,932 |
Balance at 31 December | 38,965 | 37,785 | 35,721 | 40,541 | 37,365 |
From 2018 onwards we have witnessed a trend of more male new hires than female, which is also feasible in 2021.
Download spreadsheetYear ended at 31 December | 2017 | 2018 | 2019 | 2020 | 2021 |
|---|---|---|---|---|---|
< 30 years | 5,251 | 5,508 | 4,551 | 6,055 | 4,587 |
30 - 50 years | 3,799 | 3,251 | 2,842 | 4,439 | 3,232 |
>50 years | 2,890 | 2,527 | 2,120 | 4,946 | 2,169 |
Total by age group | 11,940 | 11,286 | 9,513 | 15,440 | 9,988 |
Male (share of total headcount) | 27% | 31% | 28% | 42% | 27% |
Female (share of total headcount) | 31% | 27% | 22% | 44% | 23% |
Total (share of total headcount) | 29% | 29% | 25% | 43% | 25% |
More information about developments in our workforce and examples of improvement initiatives can be found in the 'Social value, section Workforce optimisation and capacity building' chapter.
Download spreadsheetYear ended at 31 December | 2017 | 2018 | 2019 | 2020 | 2021 |
|---|---|---|---|---|---|
< 30 years | 5,766 | 5,048 | 4,696 | 4,170 | 5,225 |
30 - 50 years | 4,432 | 3,806 | 3,417 | 2,807 | 3,528 |
>50 years | 4,274 | 3,612 | 3,464 | 3,643 | 4,411 |
Total by age group | 14,472 | 12,466 | 11,577 | 10,620 | 13,164 |
Male (share of total headcount) | 34% | 32% | 32% | 30% | 32% |
Female (share of total headcount) | 36% | 32% | 29% | 29% | 33% |
Total (share of total headcount) | 35% | 32% | 31% | 30% | 32% |
Total voluntary turnover | 20% | 20% | 18% | 17% | 19% |
The turnover rate in 2021 was comparable to 2020 and previous years. Due to the sale of Cendris at the beginning of the year, around 1,700 people left PostNL. Corrected for these employees, the underlying turnover rate is around 26%, which is lower than previous years and indicates that we are successfully retaining our employees, on average, for longer.
Due to the operational character of most of the jobs we employ and a relatively high share of part-timers and seasonal work, the turnover rate is relatively high compared to other sectors.
Year ended at 31 December | 2017 | 2018 | 2019 | 2020 | 2021 |
|---|---|---|---|---|---|
Share of females in total headcount | 50% | 49% | 48% | 49% | 48% |
Share of females in operational management positions | not reported | not reported | not reported | 21% | 23% |
Share of females in middle managements positions | not reported | not reported | not reported | 32% | 33% |
Share of females in senior management positions | not reported | 25% | 27% | 28% | 29% |
Share of females in management positions | 26% | 27% | 27% | 28% | 30% |
The share of female employees at year end decreased slightly to 48% (2020: 49%) and has been relatively stable in recent years.
The company-wide share of females in operational, middle and senior management positions increased, as did the share of females in overall management positions. Our continuous focus on diversity and inclusion in our recruitment and development activities contributed to us making progress on our ambition to increase the diversity and inclusion at management level.
Year ended at 31 December | 2017 | 2018 | 2019 | 2020 | 2021 |
|---|---|---|---|---|---|
Training hours per FTE | 17 | 22 | 26 | 21 | 21 |
Average training costs in €per FTE | not reported | not reported | not reported | 740 | 781 |
During 2021, we saw a comparable number of training hours per FTE. After challenges in 2020 due to Covid-19 restrictions, face-to-face training was possible for periods during 2021. However, partly due to challenges in a tight labour market, our workforce decreased. Nevertheless, the training hours per FTE remained stable in 2021 compared to 2020.
In 2021 we started to report the training costs per FTE. In 2021 this was €781 per FTE, versus €740 per FTE in 2020.
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